Change Trap 7#

The planning is done and it’s time to roll out your change initiative. But there’s a problem: your middle managers don’t have the knowledge to answer all the questions they’re going to get and they haven’t taken those first key steps of a change process – going from resistance to engagement.

This happens when middle managers aren’t considered an important target in your change communication. If you’re a manager, it’s simply assumed you’ll jump right on board, you’re loyal to the company and you’ll do whatever it takes to make the company’s strategic initiative happen.

This assumption slams shut a huge opportunity.

Give your middle managers time to take it all in. Help them explore what’s going to be different and let them think through the consequences – before they start getting all the questions. When it comes to driving change, a middle manager that acts like a change leader is your most convincing communication channel.

With us by your side your journey to change will be more convenient and efficient. We assist you with our field of expertise – Change Communication – communication and learning that helps your target group to adapt and change for the better.

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Symbal
With us by your side your journey to change will be more convenient and efficient. We assist you with our field of expertise – Change Communication – communication and learning that helps your target group to adapt and change for the better.
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With us by your side your journey to change will be more convenient and efficient. We assist you with our field of expertise – Change Communication – communication and learning that helps your target group to adapt and change for the better.